Whether or not we have personally had a mentor at some point in our career, I think we can all agree that having that one person to guide us, lead us, counsel us, and coach us is a beneficial aspect of career and life. In fact, there really isn’t a substitute for having a good mentor or even being a good mentor. Having somebody who knows the ins and outs of the organization you work for to help you as you climb that illustrious corporate ladder. From strategizing to coaching, providing advice on expected behaviors or career pathways, and even networking, mentors often provide opportunities for individuals that may not otherwise exist.
The Impact of Mentorship on Career Growth
In her book Up Is Not The Only Way: A Guide to Developing Workforce Talent , author Beverly Kaye suggests that individuals who have had mentors “earn more money at a younger age, are better educated, are more likely to follow a carefully delineated career plan, and also mentor others”. Well-thought-out and well-established mentorship programs offer individual support and attention, and overall personal growth and professional development. This phenomenon works extremely well not only in a typical workplace but in apprenticeship programs as well, regardless of the occupation.
Roles and Responsibilities of a Mentor
While mentors come in different shapes and sizes and may even have different labels – coach, preceptor, counselor, guide, advisor, or guru – the theory is the same. Mentors form authentic interactions with mentees. They provide guidance and advice, facilitate change, act as a role model, address various issues, advocate for mentees, and focus on long-term growth and success. Some organizations have varying types of well-established, beneficial coaching and mentorship programs. These programs may vary by department or team; they may be different for new hires than they are for those with 3-5 years’ experience; and they might even occur in a group-like setting. In an apprenticeship program, mentoring in groups can be highly effective as well.
Benefits of Mentorship: A Three-Legged Stool
Given the opportunity, individuals will generally embrace the opportunity to have a mentor. Mentors, preceptors, and coaches provide engaging opportunities for on-the-job and experiential learning, and training and development opportunities. Although mentorship is a requirement for registered apprenticeship programs, learning from mentors and coaches is often a rewarding experience for the mentee or apprentice as their knowledge base grows along with their skill attainment. For an organization, having a well-established mentor-mentee program cultivates an avenue for transferring knowledge, fostering learning, and facilitating growth.
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For an organization, having a well-established mentor-mentee program cultivates an avenue for transferring knowledge, fostering learning, and facilitating growth.
Hands-On Learning Through Mentorship
Mentors often provide straightforward feedback to mentees regarding practical skills, which comes from repetition and practice. Take a clinical medical assistant, for example, who is participating in an apprenticeship program at a health care clinic, learning to perform a suture stitch. The best way to learn is by doing – by practicing. And the best practice is obtained through on-the-job training or experience, another requirement for registered apprenticeship programs. Keith Keating said it best in his book The Trusted Learning Advisor: “When you are learning or gaining experience, nothing beats doing.”
How Mentorship Strengthens Apprenticeship Programs
The value of an effective mentorship, mentor program, or mentor-mentee relationship, especially as it relates to apprenticeship programs, cannot be understated. The benefits of having mentors involved in apprenticeship programs include:
- Learners acquire valuable, specific skill sets
- Learners can change jobs or careers effectively and efficiently
- Learners can take on stretch assignments or be cross-trained
- Organizations can attract and acquire new talent
- Organizations can ‘grow their own’ or develop talent ‘from the ground up’
- Organizations can reskill their current workforce
- Mentors become more valuable assets to organizations
- Mentors gain human or people skills as well as conceptual skills
- Mentors often develop a sense of fulfillment through being a positive influence in someone’s life
Mentorships are valuable, not because it is a requirement for registered apprenticeships – or RAPs – but because everyone benefits. “Work specialization has put a high priority on technical skills – ranging from surgery to accounting to pipe fitting to computer systems design – and they are typically emphasized in most…on-the-job learning programs” (Kaye, 2010), such as apprenticeship programs.
Best Practices for Mentorship in Apprenticeship Programs
If you are a manager and want to establish a formal mentorship program in your organization or update an existing program, especially as it relates to registered apprenticeship programs, best practices to consider include:
- Defining clear goals – what is the purpose of your program and how does it pertain to your organization’s mission, vision, or strategic plan?
- Create a structured framework by developing guidelines – establish clear guidelines on confidentiality, feedback, and program timelines to create a safe and supportive environment.
- Select mentors and ensure vigilant matching between mentors and mentees – to foster strong, productive relationships, use careful considerations when pairing individuals.
- Monitor and evaluate the program – gather and review feedback and make improvements as needed or on a regular basis.
ApprenticeshipNH confirms, “A key element to a successful and positive learning experience for an apprentice often comes down to the input and supervision of a mentor.”
Regardless of your industry or occupation, mentorship programs are valuable tools not only for an organization but for the mentor and the mentee. Mentorship programs can address career pathways or career pathing, training and development, on-the-job and experiential learning, mentor-guided events and opportunities, mentee or apprentice self-directed accomplishments, and perhaps even group-supported activities or collaborations. Mentorships should have a process and methodology, be intentional, fashion unfailing stakeholder experiences, and be replicable, scalable, and sustainable.
Ultimately, beyond frameworks and best practices, the heart of mentorship is about empowering people to grow into their own potential. As Steven Spielberg reminds us: “The delicate balance of mentoring someone is not creating them in your own image, but giving them the opportunity to create themselves.”
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The delicate balance of mentoring someone is not creating them in your own image, but giving them the opportunity to create themselves.
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